Part of a package of three bills to establish new superannuation arrangements for people joining the Australian Defence Force (ADF) on or after 1 July 2016, the bill: establishes the Australian Defence Force Superannuation Scheme (ADF Super) as an accumulation (or defined contribution) scheme available to either permanent ADF members or reservists on continuous full-time service; and enables ADF members to choose which superannuation scheme they belong to and give those members the ability to transfer their accumulated ADF Super benefits to a fund of their choice when they leave the ADF.

Part of a package of three bills to establish new superannuation arrangements for people joining the Australian Defence Force (ADF) on or after 1 July 2016, the bill amends: 10 Acts to make consequential amendments; the

Air Force Act 1923

,

Defence Act 1903

,

Defence Force Retirement and Death Benefits Act 1973

and

Naval Defence Act 1910

to remove the need for permanent ADF members to take part-time leave without pay if they wish to render flexible service; and the proposed

to: clarify the character and status of service convictions for Commonwealth purposes; remove provisions in respect of the trial of offences under the law prior to the Act; create services offences of ‘assault occasioning actual bodily harm’ and ‘unauthorised use of a Commonwealth credit card’; clarify the elements of the service offence of ‘commanding or ordering a service offence to be committed’; replace the power to issue recognisance release orders with a system of fixing non-parole periods; replace dollar amounts as maximum fines with a penalty units system; and make technical amendments;

Defence Act 1903

and

Defence Force Discipline Act 1982

to recognise the office of the Director of Defence Counsel Services; and

Military Justice (Interim Measures) Act (No. 1) 2009

to extend the appointment, remuneration and entitlement arrangements of the current Chief Judge Advocate and the full-time Judge Advocate.

to: remove the HECS-HELP up-front payment discount for units of study with a census date on or after 1 January 2014; remove the HELP voluntary repayment bonus for repayments made on or after 1 January 2014; apply an efficiency dividend of 2 per cent in 2014 and 1.25 per cent in 2015 to Commonwealth contribution amounts under the Commonwealth Grant Scheme; and reflect the name change of the University of Ballarat to the Federation University Australia.

to: establish the Registered Organisations Commission and provide it with investigation and information gathering powers to monitor and regulate registered organisations; and provide for the appointment, functions and powers of the commissioner (who will assume the investigations, enforcement advice and assistance responsibilities in relation to registered organisations currently undertaken by the General Manager of the Fair Work Commission); and

Fair Work (Registered Organisations) Act 2009

to: amend the requirements on officers’ disclosure of material personal interests and change grounds for disqualification and ineligibility for office; increase financial accounting and disclosure obligations for registered organisations and their officers; and increase civil penalties and introduce criminal offences for serious breaches of officers’ duties and new offences in relation to the conduct of investigations.

to: provide for financial and other arrangements for a Commonwealth authority to exit the Comcare scheme; clarify that premiums for current Commonwealth authorities and entities should be calculated having regard to the principle that current and prospective liabilities should be fully funded by Comcare-retained funds and so much of the consolidated revenue fund as would be available; change the appointment process and membership of the Safety, Rehabilitation and Compensation Commission; and make consequential and technical amendments.

to: provide for an additional approval requirement for enterprise agreements that are not greenfields agreements; require the Fair Work Commission (FWC) to have regard to a range of non-exhaustive factors to guide its assessment of whether an applicant for a protected action ballot order is genuinely trying to reach an agreement; and provide that the FWC must not make a protected action ballot order when it is satisfied that the claims of an applicant are manifestly excessive or would have a significant adverse impact on workplace productivity.